Sales tips, leadership communication skills insight and more from Steve Giglio, sales training professional for more than 25 years.

05.17.11 Five Steps to Avoid Overpromising

In this article, the author provides you with some insight about how to avoid overpromising what your company, your brand, even you, can do.  It’s a good lesson, and one that I instill in my clients.  It is, of course, paramount that you know what your company/product/service can do.  But, it is equally important that you know what it cannot.  Avoiding disappointing by under-delivering will stop the undermining of your brand.  Read the article and look for my public comment.

05.11.10 Weird App Prices for Magazines

A lot of my publishing clients are working to bring their print and digital assets together in a package that is attractive to readers, and advertisers.  As you can see from this article, it’s wide open.  Hope this sheds some light on the transition taking place:

http://techland.time.com/2011/05/10/why-are-magazine-app-subscriptions-priced-so-weird/#ixzz1M2XYWf9t

04.30.11 Happiness Differs with Age

“The kids today I tell ‘ya!”  Well, as this article in Fast Company explains, there is more to age differences than the younger set knowing how to Flickr photos via iPhone to their Twitter page.  What makes them happy versus what makes your managers and executives happy differs and you need to know how.

The author’s points are essential to respecting executives on your team and understanding what generally motivates them.

As an Executive Development coach, I’ve found to direct someone you must understand what’s dear to them, what’s at stake for them, and what mark is important they make on their work. Take time to understand these issues.  It will communicate volumes with regard to your desire to shape their behavior to achieve these goals.  And if your employee has been with you for many years, it’s likely that what drives them has changed.  Do you know how?

04.18.11 The Power of the Frisbee

Facebook, LinkedIN, iPads, video phone calls, virtual conferences, etc. all try to connect people.  Recently, I discovered the power of connection from another device:

The Frisbee.

I just completed a sales training program for a publishing client. The most memorable aspect of the program was when I asked each salesperson:

What’s your emotional connection to your brand?

One salesperson spoke of a trip she’d taken to the rural farming province of Shandong, China.
One afternoon a few villagers began tossing a Frisbee around.  Within minutes the group multiplied to include children, visitors, parents, youths and grandparents.  My client said that in that moment of frenetic Frisbee playing she realized that with the help of a simple toy, nothing separates us…not language, sex, ethnicity, education, ability or disability…they were just people connecting with each other with a common purpose.

The group and I were speechless and tearing up.

Read more

04.13.11 Google and me

Google and me are of the same mindset.  Well, ok, I don’t really get search engine algorythms or pay-per-click bidding stuff but, when it comes to developing leaders, we are linked.

A recent story in the NY Times outlines Google’s recent study, and resulting recommendations, on how they are building better leaders. They are committed to developing their employees and that is laudable.  The study makes a solid point with regard to ensuring that as a manager you stay connected to your team. I am often brought into companies where a leader has disconnected from his/her team. Once this occurs, people feel orphaned and begin to operate in a system of independent study versus a team of like-minded people focused on clear goals.

You can view the article here.  And next time you think about how to connect with your teams, Google it!

04.08.11 The Right Guy

Guy is right.  Kawasaki, that is.  An article this month on FastCompany.com highlight five lessons from Kawasaki’s new book, “Enchantment.”  From what I hear, a good read.  Let me know if you’ve read it and what you gleaned from it.  The article in Fast Company highlights what my last two blog entries have done as well:  the power of feedback, if taken professionally and acted upon.

Three things you can act on now:

1)  Pick up “Enchantment” (Click HERE for more about the book)

2)  Read the Fast Company article, which you can find HERE.

3)  Assess the last time you got feedback.  How well did you handle it?  Have you done anything with it?  Did you change a behavior as a result?  What does the person who gave the feedback think now?

The last one indicates a need to systemetize your approach to feedback.  And if you know me, you know that’s a huge part of what I help people do.  Let me know if I can help your company in a similar fashion.

04.07.11 Cringe Worthy

In a recent article, columnist Anne Fischer of Crain’s NY Business offers her input regarding the cringe-worthy, dreaded FEEDBACK!  If you have worked with me, you know that it is something I insist you actively solicit.  And I warn, like she does, that you may not like what you get.  But strong leaders know that each piece of feedback is a lesson…a gift really…that further strengthens your own development.  So, here are a few things to act on:

1)  Read the article.  (duh!).  Here’s the link.

2)  Read my recent blog post on this same subject (see below…look for Mr. Ed!)

3) Create a system for regular, honest, no-holds-barred feedback.  And if you are not getting feedback you can use, you aren’t asking the right questions.  I can help so, get in touch with me.

04.04.11 Buy a Saddle

They say if enough people call you a horse…buy a saddle!

Years ago I got some tough-love feedback that changed my teaching style and my entire life.  After finishing an extensive training program with American Express, I was given the opportunity to head up their Business Travel Sales division.  There was, however, one caveat.  My client said to me,“Steve, what I’m worried about is…do you do anything wrong?”

Thwonngggg!  That hit me like a two-by-four.  He may just as well have called me Mr. Ed!

Turns out, he was concerned that I was not flexible and vulnerable enough to be the “approachable executive” he desired for the position.  From that feedback, I could have gotten defensive.  Could have defended my ground and told him that I was fallable in an ironic way of showing him that I was perfect!  But I didn’t.

I chose to remain an independent consultant but began to “lighten-up” as a trainer and create time for students with questions and concerns. I began to have a great amount of fun and pride in my coaching as I still do today.  And it was all because I listened to his feedback.

From this, I give you three things you can ACT on today to help with your business:
1.     Ask certain clients you respect, to comment on your style/ability as their representative.
2.     Seek feedback internally from your mentor and people who have been important guides for you in your organization.
3.     Listen to their feedback without bias you’ll supercharge your development from it.

Let me know how it goes.

03.22.11 Women Get It Right

Forbes has released its list of the Top 50 Companies for Women.  The article details several criteria used in determining with what companies women are most likely to succeed.  Interestingly, none of the criteria mention money.  Here is how they describe it:

Rankings were determined by female representation, hiring, attrition and promotion rates; access and use of retention and advancement programs, like mentoring and executive coaching; and manager training and accountability.

As you can imagine, I particularly like the underlined section!  It demonstrates that even at the highest level with the best companies, people want to believe that their company is invested in their personal success.  All the time, I get the feedback that my programs deliver that confidence and they create loyalty.

03.21.11 Are You Losing Your Best Salespeople?

A recent article in Crain’s New York Business (click here) posed the question: “Will your competitors poach your employees?”  I have a simple answer:  YES, if you let them.

There are many ways to prevent it.  Money is one, but survey after survey say that money is not the leading factor in employee satisfaction and loyalty. Feeling like their company cares about their success regularly appears at the top of the list.

As you will see in the “comments” part of the article, I suggest that investing in an employee’s development through training and coaching is an excellent demonstration of the value you put on your employees.  And consistently, the feedback I get from the trainees is that they feel more motivated.  For examples, please review some of the case studies on this site.